Finding & Hiring Talent In A Week

Talent Search, Recruitment And Retention In Seven Simple Steps

Nigel Cumberland

• Publisher: Teach Yourself
• Year: 2016
• Print ISBN: 9781473623804
• eBook ISBN: 9781473623828
• Topic: Personal Development
• Subtopic: Careers

The ability to recruit the right people to work for you is crucial to anyone who wants to advance their career.Written by Nigel Cumberland, a leading expert on recruitment as both a coach and a practitioner, this book quickly teaches you the insider secrets you need to know to in order to build a brilliant team.The highly motivational 'in a week' structure of the book provides seven straightforward chapters explaining the key points, and at the end there are optional questions to ensure you have taken it all in. There are also cartoons and diagrams throughout, to help make this book a more enjoyable and effective learning experience.So what are you waiting for? Let this book put you on the fast track to success!

‘I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.’

Larry Bossidy

The entire recruitment process begins with the need for two critical questions: ‘What job role are we wishing to fill?’ and ‘The role needs to be filled by what kind of individual?’

Companies that fail to give these two questions enough thought should not be surprised when they later face difficulties in attracting enough suitable candidates, in agreeing who to hire or in being able to attract a suitable candidate to join them. This chapter will help you to avoid these problems by ensuring that the foundation of your planned recruitment process is clearly thought through and planned.

This chapter will show you how to:

• Define a job role correctly in terms of what the role’s tasks, goals, needed skills or competencies are and the type of role (e.g. full-time or part-time role)

• Create an ideal candidate profile including an understanding of the required work experience, educational background and qualifications

• Combine the job role and candidate profile to produce a job description that can later be used in the recruitment process (e.g. to create job adverts and to write interview questions)

• Agree and to gain approval for the recruitment process (this will include discussion about understanding the expected cost and time frame of the entire recruitment process)

Why do you need to recruit somebody?

This simple question needs to be asked and answered in order to ensure that the entire recruitment process starts and flows well.

The reasons for you needing to recruit may include:

• A person in your organization has been laid off or fired.

• A person has resigned from their position.

• A person has been moved or promoted leaving their position vacant.

• A single new position has been created or possibly a number of new positions are being created (e.g. perhaps a new business line or department is being set up).

Candidates will want to know why there is a vacancy and you must understand that there is a big difference between such answers as:

‘This is a new position that we have created.‘

‘The last person left the company because the position is so demanding and stressful.‘

Creating a job description

A job description is a document that is normally only one or two pages in length, which describes the key aspects of the job that you wish to fill and is made up of:

• the job title and the title of the role it reports to

• the tasks, responsibilities and activities that need to be carried out by the job-holder

• the skills, background, qualifications and experience that are required to perform the job well.

You would be surprised how often companies try to fill vacant positions without any agreed job description or any list of duties and activities that somebody in the role would have to fulfil and carry out. Without having a clear and agreed job description, it is very difficult to create job advertisements, create interview questions or to be able to give a clear answer to a candidate who asks the following kind of questions:

• ‘If I were to work in this role, what would I be expected to do and how would my performance be measured and judged?‘

• ‘Am I suitably qualified to be able to perform this role well?‘

You may be lucky enough to have an existing description of the job’s duties and this may only need updating and editing. However, very often you will not be so lucky and you will need to create an entirely new job description. The following sections walk you through how...

Table of contents

• Cover 
• Title
• About the Author
• Contents 
• Introduction
• Sunday Defining your recruitment needs
• Monday How to source and find candidates
• Tuesday How to attract candidates and to create a strong employer brand
• Wednesday How to interview with success
• Thursday How to choose the ideal candidate
• Friday Ensuring that your chosen candidate accepts your job offer
• Saturday Transforming a candidate into a successful employee
• 7 × 7
• Answers
• Copyright